Performance Appraisal .

• Performance Appraisal

https://store.theartofservice.com/the-performance-appraisal-toolkit.html

Industrial and organizational psychology - Performance appraisal/management

1 Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures, and

for performance management


Industrial and organizational psychology - Performance appraisal/management

1 Additionally, the I–O psychologist may consult with the organization on

ways to use the performance appraisal information for broader

performance management initiatives.


Performance appraisal

1 Performance appraisals are a part of career development and consist of

regular reviews of employee performance within organizations.


Performance appraisal - Main features

1 Dimensions of performance appraisal systems in Jordanian private and public organizations



1 The Performance Appraisal Question and Answer Book: Survival Guide for Managers



1 Managing sales performance through a comprehensive performance appraisal system



1 Performance appraisal systems: A

survey of organizational views


Performance appraisal - Applications of results

1 Appraising appraisals: computerized performance

appraisal systems


Performance appraisal - Potential benefits

1 Do your performance appraisals boost productivity? Management Review, 80(6), 45-

47


Performance appraisal - Potential benefits

1 Participation in the performance appraisal process and employee

reactions: A meta-analytic review of field investigations


Performance appraisal - Potential complications

1 Despite all the potential advantages of formal performance appraisals

(PAs), there are also potential drawbacks



1 *Detrimental to quality improvement: it has been proposed that the use of PA systems in organizations adversely affect organizations’

pursuits of quality performance.Soltani, E. (2005). Conflict between theory and practice:

TQM and performance appraisal. The International Journal of Quality and Reliability Management, 22, 796-818. It is believed by some scholars and practitioners that the use of PAs is more than unnecessary if there is

total quality management.



1 Performance appraisal: Maintaining system

effectiveness


Performance appraisal - Improving Performance Appraisals

1 Although performance appraisals can be so easily biased, there are certain steps that can be taken to improve

the evaluations and reduce the margin of errors through the

following:


Performance appraisal - Opposition to performance appraisals

1 Not everyone is in favor of formal performance appraisal systems.

Many employees, especially those most affected by such ratings are not very enthusiastic about them. There are many critics of these appraisals

including labor unions and managers.


Performance appraisal - Opposition to performance appraisals

1 Performance appraisals may provide a basis for assessment of employee

merit as a component of these decisions.[

http://stats.oecd.org/Index.aspx?DataSetCode=UN_DEN Trade Union

Density] per OECD


Performance appraisal - Human resource management performance management

1 Many researchers would argue that “performance appraisal is one of the most important processes in Human

Resource Management”


Performance appraisal - Human resource management performance management

1 A very common and central process of performance management systems is

performance appraisal (PA)


Performance appraisal - When are they conducted

1 Performance appraisals (PAs) are conducted at least annually,Selden, S


Performance appraisal - When are they conducted

1 Non formal performance appraisals may be done more often, to prevent

the element of surprise from the formal appraisal.Katz, Ralph


Performance appraisal - Methods of collecting data

1 There are three main methods used to collect performance appraisal (PA)

data: objective production, personnel, and judgmental

evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods.


Performance appraisal - Judgmental evaluation

1 The main methods used in judgmental

performance appraisal are:


Performance appraisal - Judgmental evaluation

1 In the 'behavioral observation scale(BOS)' approach to performance

appraisal, employees are also evaluated in the terms of critical

incidents


Performance appraisal - Organizational citizenship behavior

1 Controversy exists as to whether OCB should be formally considered as a part of performance appraisal

(PA).


Performance appraisal - Performance appraisal interviews

1 The performance appraisal (PA) interview is typically the final step of the appraisal

process


Performance appraisal - Employee reactions

1 Numerous researchers have reported that many employees are not

satisfied with their performance appraisal (PA) systems



1 Performance appraisal reactions: Measurement,

modeling, and method bias



1 So employees that will be directly affected by the Performance

Appraisals are less than enthusiastic about participating in them


Performance appraisal - Appraisal and legal implications

1 Smither (Ed.), Performance appraisal: State-of-the-art methods for performance

management, (49-94)


Performance appraisal - Cross-cultural implications

1 Appraising performance across borders: An empirical examination of

the purposes and practices of performance appraisal in a multi-

country context


Performance appraisal - Cross-cultural implications

1 Performance appraisal: Alternative perspectives


Performance appraisal - Developments in I.T. and the impact on performance appraisal

1 Performance appraisal and

management: The developing research

agendahttps://store.theartofservice.com/the-performance-appraisal-toolkit.html

Person-environment fit - Performance appraisal

1 When an employer’s aim is to strengthen person–organization fit, they can use performance appraisal to focus on an employee’s value and

goal congruence, and ensure the individual’s goals are in line with the

company’s goals.


Organizational psychology - Performance appraisal/management

1 Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures, and

for performance management


Reward management - Performance appraisal

1 Performance appraisal was set up in the first place, as a justification for

the pay of an employee. If his performance was seen as

insufficient, his pay would be cut down. However if it was seen of a

higher quality, he could receive a pay rise.



1 Each employee is different and can bring in something special to the

organisation. Each employee has a specific job to fulfil. Performance appraisals are needed in order to

understand how every employee can produce the best performance.



1 * Increase motivation: Performance appraisal is used as a motivation

tool. An employee's efficiency can be proven if the targets he was set,

have been achieved. The employee will be motivated to do even better and his performance will rise in the

near future.


Performance paradox - Performance appraisals

1 In order to understand the performance paradox, it is helpful to first have a basic understanding of

performance appraisals.


Performance paradox - Performance appraisals

1 Performance appraisals, also known as performance evaluations, are

assessments that many organizations use to measure

individuals’ productivity, ability and talent management|talent in their

respective job positions


Stagnation Increment in CPSEs - Annual Performance Appraisal Reports(APAR/PMS)

1 Annual Performance appraisal|Performance Appraisal

Reports(APAR/PMS) in CPSEs consists of two parts Appraisal of Performance (MOU/Targets) having 75% weightage and Appraisal of Personal Attributes

(competency, potential and values )having 25% weightage. This

rationalisation of weightage was done by DPE as per

[http://dpe.nic.in/sites/upload_files/dpe/files/PAR.doc Report of the

Committee to review the format of Annual Performance Report (APR) and procedure for writing APR].



1 The Committee was of the view that the Performance Appraisal of individual

executives should be more focused on their demonstrated performance rather than

potentials or capabilities. The Committee also felt that the existing parameters for judging competencies, potentials and values are too many and also overlapping. The Committee

therefore recommends rationalization of these attributes with uniform weightage of 25% for

all executives, including Chief Executives.



1 dated 14.5.2009 issued by Department of Personnel Training] to

the effect that full Annual Performance Appraisal Report (APAR) including the overall grade shall be

communicated to the concerned officer



1 The representations against the remarks or for up gradation of final grading in the APAR (Annual Performance Appraisal Reports) be

considered by the competent authority objectively in a quasi-judicial manner on the basis of material placed before it. It provides that the competent authority shall take into

account the contentions of the officer who has represented against the particular remarks/ grading in the APAR and also take the views

from the reporting and reviewing officer.


Ministry of Heavy Industries and Public Enterprises (India) - Salient feature DPE Guidelines on Annual Performance Appraisal

1 'Timely completion'-Performance Appraisal Process has to be

completed before distribution of Performance Related Pay(PRP) as per [http://dpe.nic.in/sites/upload_files/dpe/files/glch04d31_14022014001.pdf DPE OM no 2(68) /11-DPE(WC) dated

31.12.2012].


Ministry of Heavy Industries and Public Enterprises (India) - Salient feature DPE Guidelines on Annual Performance Appraisal

1 'Appeal'-representations can be made against the adverse entries in Performance Appraisal

Report.Any deviation of Performance Appraisal score can be appealed. Reference: [http://dpe.nic.in/important_links/dpe_guidelines/personnel_policies/glch2findex/glch02f2

DPE OM No. 5(1)/2000-GM Dated the 28.05.2009]and

[http://indiankanoon.org/doc/801705/ Supreme Court of India,Dev Dutt vs Union Of

India Ors on 12.05. 2008]


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Performance Appraisal .

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